Indian legal sector lags in promoting diversity, equity, and inclusion, according to Aparna Mittal of the Samāna Centre for Gender Policy and Law.
India's Legal Inclusivity Journey Lags Behind International Counterparts
In the Indian legal sector, the journey towards inclusivity is progressing, albeit at a slower pace compared to many international firms. As awareness of diversity and inclusion issues such as gender diversity, disability inclusion, and equitable access within the workplace grows, some Indian-related legal service firms have started to prioritise DEI as part of their culture and client offerings[1][3].
However, challenges persist, including slower integration, limited specialized resources, and infrastructural support. For instance, the implementation of the Right to Education (RTE) Act for disability education remains a work in progress[2].
On the other hand, international law firms, particularly those operating in multiple jurisdictions, tend to have more advanced and formalised inclusivity policies supported by dedicated DEI teams and strategic frameworks. These firms often view workplace inclusion as crucial to innovation and collaboration, receiving extensive attention from HR leadership and media focused on refining DEI definitions and initiatives[5].
Key Differences
| Aspect | Indian Law Firms | International Law Firms | |--------------------------------|----------------------------------------------------|--------------------------------------------------| | Maturity of DEI Policies | Emerging, varied levels of adoption | More established, strategic, and institutionalized | | Focus Areas | Gradual inclusion of gender, disability, social equity | Broader, including intersectionality, equity, and inclusion best practices | | Legal and Policy Framework | Evolving with slow implementation | Robust internal policies aligned with global standards and local laws | | Resource Allocation | Limited specialized infrastructure and training for inclusivity | Dedicated DEI teams, training, and extensive resources | | Cultural Integration | Increasing recognition but still building culture | Deeply embedded in firm culture and recruitment strategies | | External Recognition | Recognition beginning within regional and India-related practice groups[1][3] | Regularly featured in global DEI rankings and leadership discussions[5] |
Samāna Centre for Gender Policy and Law, established by Aparna Mittal in 2018 after quitting a law firm partnership, has been at the forefront of this movement in India. Samāna has worked with the chairperson's office of two of India's largest conglomerates to develop LGBTQ inclusion and anti-sexual harassment initiatives[4]. Aparna Mittal has also advised both Indian and international organizations on DEI initiatives.
In the Indian legal system, there is a high scope for innovation and thinking outside the box in the field of DEI, as existing legal frameworks have not answered all questions[6]. As the sector continues to evolve, it is expected that more firms will follow Samāna's lead in prioritising DEI and setting a gold standard for inclusivity.
References: [1] The Economic Times. (2020). India's top law firms are increasingly prioritizing diversity and inclusion. https://economictimes.indiatimes.com/news/politics-and-nation/indias-top-law-firms-are-increasingly-prioritizing-diversity-and-inclusion/articleshow/78378665.cms
[2] The Hindu. (2019). The road ahead for disability inclusion in India. https://www.thehindu.com/opinion/op-ed/the-road-ahead-for-disability-inclusion-in-india/article29674156.ece
[3] India Business Law Journal. (2020). Diversity and Inclusion in Indian Law Firms. https://www.indialawyer.in/articles/diversity-and-inclusion-in-indian-law-firms
[4] Business Standard. (2021). Samāna Centre for Gender Policy and Law advises chairperson's office of two conglomerates on LGBTQ inclusion, anti-sexual harassment initiatives. https://www.business-standard.com/article/companies/samanacentre-for-gender-policy-and-law-advises-chairperson-s-office-of-two-conglomerates-on-lgbtq-inclusion-anti-sexual-harassment-initiatives-121090700609_1.html
[5] Forbes India. (2020). Why India's corporate world needs to focus on diversity and inclusion. https://www.forbesindia.com/article/leadership/why-indias-corporate-world-needs-to-focus-on-diversity-and-inclusion/64677/1
[6] The Indian Express. (2021). Legal frameworks in India lagging in diversity, equity and inclusion. https://indianexpress.com/article/explained/legal-frameworks-in-india-lagging-in-diversity-equity-and-inclusion-7621315/
An entrepreneur like Aparna Mittal is advancing diversity and inclusion in India's legal sector by establishing Samāna Centre for Gender Policy and Law, which focuses on LGBTQ inclusion, anti-sexual harassment initiatives, and advising both Indian and international organizations on DEI. This ventures into the realm of finance, as a more inclusive business environment fosters innovation and collaboration, a crucial aspect of entrepreneurship.
At present, Indian law firms are at an emerging stage in terms of DEI policies, infrastructure, and cultural integration compared to their international counterparts, which tend to have more advanced and formalized inclusivity policies backed by dedicated teams and extensive resources, thus providing a significant advantage in the competitive business world.
